피훈련자의 교육훈련충족도와 조직 결과변수의 관계 및 자기유능감의 매개 역할

Abstract

This research examined the hypothesis that the trainees training fulfillment has effects on their organizational commitment and intention to turnover. In addition, self-efficacy. which has been considered important in the field of training and development research. is also investigated to see whether this variable mediates the relationship between the adequacy of job-training and organizational commitment. For the research purpose. I measure 10 variables for the training fulfillment. The data were collected longitudinally from the 507 life planners who completed the 15 months job-training for S-insurance company. The results of the empirical test show that all the sub-categories of training fulfillment variables have high level of correlation with organizational commitment. Specially. training materials. transfer climate of training and career utility are good predictors of organizational commitment. Job utility. the sub category of training fulfillment. has significantly negative relationship with the intention to turnover but the relationship is relatively low. The regression results show that training materials. transfer climate. career and job utility are important in explaining organizational commitment and career utility is important in the case of intention to turnover. The results of testing the mediation effect show that there are partial mediation effects between self-efficacy and the training fulfillment variables. such as need analysis. training content. training materials. job utility. career utility and transfer climate Self-efficacy partially mediate the relationship between turnover intention and the training fulfillment variables such as career utility and transfer climate. The relationship between turnover intention and job utility is fully mediated by self-efficacy.